LDR 615 GCU Change Management Leader Strategies & Employee Resistance Discussion

Please complete the following parts…

Part 1: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization? What strategies can leaders use to work with stakeholders, remove obstacles, and address objections?

Part 2: Describe an ethical dilemma that you experienced, or have witnessed in a change leader, when attempting to initiate change. How was the ethical dilemma resolved? What can a change leader use to guide decision making when faced with an ethical dilemma?

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Implementing change within an organization requires strong leadership skills to navigate various obstacles and objections that arise from stakeholders. In addition to this, leaders must also possess ethical decision-making skills to ensure that the change is implemented in a just and equitable manner.

Part 1:
Leaders face several obstacles and objections from stakeholders when implementing change within an organization. Some of these obstacles include resistance to change, fear of job loss, lack of trust in the leadership, and cultural resistance. To work with stakeholders, leaders can use various strategies such as creating a sense of urgency for change, effective communication, providing incentives, involving stakeholders in the decision-making process, and creating a positive work environment. Removing obstacles requires leaders to identify and address any issues that hinder the change process, such as administrative policies or lack of resources. Addressing objections requires leaders to listen to stakeholders’ concerns and address them in a respectful and constructive manner.

Part 2:
An ethical dilemma that change leaders often face is when they must balance the need for change with the potential negative impact on employees or customers. In one instance, a change leader wanted to implement a new product line that would have required laying off some of the current employees. The ethical dilemma was whether the company should prioritize profit over the welfare of its employees. After careful consideration, the change leader decided to delay the implementation of the new product line until the company could retrain its employees for the new positions. To guide decision-making in such situations, change leaders can refer to ethical frameworks such as consequentialism, deontology, and virtue ethics. These frameworks provide a basis for evaluating the ethical implications of decision-making and ensuring that actions align with ethical principles and values.

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